Anti-Discrimination Policy

Fast UK Parcel Ltd

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Our Commitment to Equality and Diversity

Fast UK Parcel is committed to eliminating unlawful discrimination and to promoting equality and diversity in our own policies, practices and procedures, and to influencing others to do the same in our dealings with independent contractors, clients, employees, and third parties.

We aim to treat everyone equally and with the same attention, courtesy and respect, regardless of their age, disability, gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion, belief or sexual orientation.

We are committed to complying, in both letter and spirit, with all anti-discrimination legislation and associated codes of practice in force now or in the future.

Unlawful Grounds for Discrimination

Discrimination on any of the following grounds is unlawful:

• age (in respect of employment matters only);

• race, racial group, colour, ethnic or national origin;

• gender, pregnancy, or marital status;

• disability;

• sexual orientation;

• political belief;

• religion or belief.

Forms of Discrimination

The following forms of discrimination are against Fast UK Parcel policy:

1. Direct discrimination — where a person is treated less favourably on the basis of an unlawful ground.

2. Indirect discrimination — where a provision, criterion or practice that appears to be lawful would put a substantial number of one group of persons at a significant disadvantage compared with others on the basis of an unlawful ground, unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.

3. Victimisation — where someone is treated less favourably than others because they have taken action in respect of discrimination on unlawful grounds.

4. Harassment — where unwanted conduct related to any unlawful ground takes place with the purpose or effect of creating an intimidating, hostile, degrading, humiliating, or offensive environment for any person. This is not limited to physical acts and may include verbal and non-verbal communications and gestures.

Employment and Training

At Fast UK Parcel, we will treat all independent contractors, staff and job applicants equally and fairly, and will not discriminate unlawfully against them. We will ensure, for example, that arrangements for recruitment and selection, terms and conditions of engagement, access to training opportunities, access to and transfers between roles, and any other SLA-related activities do not constitute unlawful discrimination against any person or group of persons.

Recruitment

We recognise the value of a diverse workforce and will take steps to ensure that:

• we recruit from the widest pool of qualified candidates possible;

• opportunities are open and accessible to all on the basis of their individual qualities and personal merit;

• selection criteria and processes do not discriminate unjustifiably on any of the unlawful grounds, other than where we are exercising permitted positive action;

• all recruitment agencies acting for Fast UK Parcel are aware of this policy and act in accordance with it.

Conditions of Service

We will treat all independent contractors and staff equally and will endeavour to create and maintain a working environment that is free from discrimination and harassment, and which respects, wherever possible, the differing backgrounds and beliefs of independent contractors and staff. Terms and conditions of service for independent contractors and staff will comply with anti-discrimination legislation.

Independent Contractors, Suppliers, Agents, and Third Parties

Any decisions regarding the suitability of suppliers, contractors, agents, or other third parties to provide goods or services to our clients or to us will be made in accordance with this policy and not on any unlawful grounds. All suppliers, independent contractors, agents, or other third parties instructed by Fast UK Parcel, whether for itself or on behalf of clients, will be made aware of this policy and the need to adhere to it. Any failure by a supplier, contractor, agent, or other third party — or by any of their staff — to adhere to the principles set out in this policy, or any act of discrimination on unlawful grounds, will be investigated and appropriate action taken, which may include immediate termination of our relationship with them.

Clients

We are free to decide whether to accept instructions from any particular client; however, any refusal to act or decision to terminate our services will not be based upon any unlawful grounds. We will not accept instructions from clients who contravene this policy. Where we are required by anti-discrimination legislation to do so, and where it is reasonable, we will make adjustments to our own working practices to accommodate the needs of any person falling under the relevant anti-discrimination legislation. We will advise all clients of this policy when taking instructions from them. Where tenants or occupiers make requests under anti-discrimination legislation, we will advise clients on the reasonableness of these requests; and where a client chooses not to comply with a request, and we believe that non-compliance to be unlawful, we will make our position clear to all parties in writing and reconsider whether to terminate our services.

Promoting Equality and Diversity

Just as we are committed to anti-discriminatory practices within our organisation, we are also committed to promoting equality and anti-discrimination in areas in which we have influence. All independent contractors and staff will be informed of this policy and provided with training appropriate to their needs and responsibilities. All those who act on our behalf will be informed of this policy and expected to act in accordance with it when conducting business on our behalf. In all our dealings — including those with tenants, suppliers, contractors and recruitment agencies — we will seek to promote the principles set out in this policy.

Implementing the Policy

Responsibility

Ultimate responsibility for implementing this policy rests with Fast UK Parcel. All our independent contractors and staff are expected to be aware of, and take notice of, the provisions of this anti-discrimination policy, and are responsible for ensuring compliance with it when fulfilling their duties or representing Fast UK Parcel. Acts of discrimination or harassment on any of the unlawful grounds, or failure to comply with this policy, by our independent contractors and staff will result in disciplinary action. Acts of discrimination or harassment on any of the unlawful grounds by those acting on behalf of Fast UK Parcel will lead to appropriate action, including termination of employment or services where appropriate. Acts of discrimination or harassment on any of the unlawful grounds by clients — or requests by clients for us to carry out such an act — will lead to termination of our service agreement with them.

Complaints of Discrimination

We will take seriously, and where appropriate take action on, all complaints of discrimination or harassment on any of the unlawful grounds made by staff, clients, independent contractors or other third parties. All complaints will be investigated in accordance with our grievance or complaints procedure, and the complainant will be informed of the outcome. Fast UK Parcel prohibits retaliation against any individual who reports discrimination or harassment, or participates in an investigation of such reports. Anyone found to have retaliated against or victimised someone for making a complaint, or for assisting in good faith with an investigation under this procedure, will be subject to contract termination.

Questionnaires

We will endeavour to answer fully and promptly any statutory questionnaires served on us under the provisions of the Equality Act 2010 and any similar or future legislation.

Monitoring and Review

This policy will be monitored and reviewed on a regular basis (and in any event at least annually) to measure its progress and judge its effectiveness. In particular, we will record and consider the number and outcome of complaints of discrimination made by staff, clients, independent contractors and other third parties, and the details of any potentially unlawful grounds for discrimination involved in any disciplinary action taken against independent contractors and staff. This information will be used to review the progress and impact of the Anti-Discrimination Policy. Any changes required will be made and implemented.